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Case study presentation sristy and sailendra

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Sailendra Shailen
Sailendra Shailen

Case Study Performance Management at Network Solutions, Inc. Presentation Prepared By : Sailendra Adhikari, Diwash Kasaju, Nischal Poudel and Shristy during HR Specialization at ACE Institute of Management

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Case Study Performance Management at Network Solutions, Inc. Presenters Diwash Nischal Sailendra Sristi
About Network Solution, Inc. A worldwide leader in hardware, software & networking services Has used more than 50 different systems to measure performance within the company
Overlap between Network Solutions and an Ideal System. Align their employees goals with the organizational. Standardization of the performance management system at all the divisions. Developmental programs for the employees to enhance their performance. Two-way communication was encouraged The rating system To rectify the policies and practices
Raising the bar of performance Managing performance aggressively Cascading organizational goals to Individual Contributors Advantage/Positive Outcomes
Setting objectives To meet these goals Planning development activities To ensure that objectives are met Ability to track talent profile Compare to business performance Advantage/Positive Outcomes
Advantage/Positive Outcomes Enhanced communication around employee development Improved employee satisfaction and loyalty Increased risk taking for innovation and technology breakthroughs
Increased trust between manager and employee Increased collaboration Advantage/Positive Outcomes

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Case study presentation sristy and sailendra

  • 1. Case Study Performance Management at Network Solutions, Inc. Presenters Diwash Nischal Sailendra Sristi
  • 2. About Network Solution, Inc. A worldwide leader in hardware, software & networking services Has used more than 50 different systems to measure performance within the company
  • 3. Overlap between Network Solutions and an Ideal System. Align their employees goals with the organizational. Standardization of the performance management system at all the divisions. Developmental programs for the employees to enhance their performance. Two-way communication was encouraged The rating system To rectify the policies and practices
  • 4. Raising the bar of performance Managing performance aggressively Cascading organizational goals to Individual Contributors Advantage/Positive Outcomes
  • 5. Setting objectives To meet these goals Planning development activities To ensure that objectives are met Ability to track talent profile Compare to business performance Advantage/Positive Outcomes
  • 6. Advantage/Positive Outcomes Enhanced communication around employee development Improved employee satisfaction and loyalty Increased risk taking for innovation and technology breakthroughs
  • 7. Increased trust between manager and employee Increased collaboration Advantage/Positive Outcomes